Gender diversity in insurance can be improved if managers slow down the hiring process and look among a wider talent pool.

When careers network website eFinancialCareers held a roundtable of HR managers in Sydney it found that while gender diversity is crucial to recruitment and retention strategies in insurance, HR departments are forced to be “practical” when told to find a new recruit as soon as possible.

“What HR managers from insurance companies are telling us is that diversity is at front of mind unless there are time pressures,” says eFinancialCareers’ Head of Asia Pacific George McFerran.

“When time dictates that they hire, they have to find the best person quickly, and this can mean that they don’t expand the search as far as they would have liked.”

He suggests HR departments make managers more aware of the long-term benefits of slightly slowing the hiring process, so they can advertise more widely or do a more comprehensive talent search.

“This will expand the candidate pool and ensure the company really does get the best candidate – male or female”, said Mr McFerran.

He also recommends that diversity strategies be supported beyond the recruitment stage.

“Most firms have good policies around training, mentoring and flexible working, but there’s a need for HR to partner with the business to ensure that managers are putting these in place.”